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Session 2 | AIxHR Conference

For this session, we had an all-star lineup:

○ Jamy Conrad - VP of People and HR at TrustRadius, with a strong focus on empathy and well-being in the workplace.
○ Malvika Jethmalani - A 3x CHRO and Co-Founder of Atvis Group, with experience managing teams across 50 countries.
○ Joe Bast - VP of People at Krisp, with a background in industrial-organizational psychology and a passion for employee development.

This session was moderated by Niyati Goel, Director, Global Human Resources at NTT Global Data Centers. The conversation was guided by insights, real-world examples, and a lively exchange of ideas that truly highlighted AI’s transformative potential for HR. 🌐

We kicked things off with a poll to gauge where attendees stood on using AI in HR:

This set the stage for our panelists to dive into how AI can bridge these gaps and help HR leaders leverage data in new, impactful ways.

How AI Can Identify Well-being Issues 🧘‍♀️

We began by asking Jamy how she sees AI supporting HR in identifying and addressing employee well-being issues. Jamy shared, “AI’s predictive power can analyze huge volumes of data—everything from surveys to productivity metrics—to spot early signs of disengagement, burnout, or stress.”

One tool Jamy mentioned was 15Five with its generative AI features, which she’s using to derive actionable insights on employee well-being. “Rather than just providing raw data, it suggests specific actions based on engagement scores,” she explained.

Predicting Workforce Needs with AI 📈

Next, Malvika weighed in on the benefits of AI for workforce planning, especially in fast-growing companies with global operations. “AI is ideal for forecasting hiring needs. It analyzes workforce data, turnover rates, seasonal needs, and more to offer predictive analytics,” she said.

Malvika gave an example of Galileo, a tool by Josh Bersin’s company, trained on years of research, not just internet data, which enables dynamic workforce planning. But she emphasized the importance of data quality: “AI outputs are only as good as the input. Cleaning your data is crucial to ensure reliable insights.”

AI for Engagement Prediction: Joe’s Psychological Perspective 🧠

Joe, with his background as an industrial-organizational psychologist, shared how AI could be used to predict changes in employee engagement. “Psychologists have long tried to predict outcomes, and AI allows us to analyze large datasets for engagement trends,” he said. 

Joe shared a unique example of using ChatGPT last year to analyze engagement data, discovering a “curvilinear relationship between tenure and satisfaction” which led his team to create new processes to strengthen manager-employee relationships.

Using AI for Personalized Retention Strategies 🎯

Malvika talked about how AI can help identify at-risk employees and personalize retention strategies. “Tools like CultureAmp allow us to filter data by demographic and identify engagement trends,” she shared, highlighting that retention is often tied to the quality of the employee-manager relationship. She referenced Gallup data showing “manager effectiveness accounts for 70% of the variance in employee engagement,” emphasizing the importance of leadership coaching.

One tool she mentioned was Kindred Minds, which integrates directly into Slack and provides real-time, AI-powered coaching feedback for managers. “Imagine having a professional coach sitting in on each call, offering just-in-time guidance,” Malvika said. Tools like these make coaching scalable and can directly impact retention and engagement.

AI for Predicting Learning Needs and Personalized Development 📚

We moved to Joe for his insights on using AI to predict learning needs and personalize development. Joe explained that AI could assist in crafting Individual Development Plans (IDPs): “Managers and employees set goals, but rarely do these turn into actionable development plans.” He recommended using creative prompts with AI to generate learning plans that are specific and engaging.

“Instead of asking AI to ‘write a learning plan for public speaking,’ ask it to ‘pretend you’re Marshall Goldsmith coaching someone with a fear of public speaking,’” he suggested. This approach yields detailed, creative plans that employees find more interesting and engaging.

Each panelist shared one actionable tip for HR leaders looking to leverage AI’s predictive power:

Where Can AI Add the Most Value in HR? 📊

To wrap up, we held a final poll asking attendees which area of HR could benefit most from AI’s predictive power. The top areas were:

1. Learning and Development
2. Employee Engagement
3. Talent Retention
4. Workforce Planning

The results underscored the vast potential of AI across multiple HR functions. As Yan put it, “AI isn’t a replacement for our work, but a tool to make us more effective and impactful.”

You can watch the live recording here.

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3. eNPS Scores
4. Manager Feedback Survey
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🔓 Unlock Resource | [Checklist] Real-Time AI Metrics for Employee Well-Being

What’s in this document? A checklist of AI-driven metrics & KPIs for tracking employee satisfaction and well-being in real-time

Today’s HR Reads for You 📚️

1. 🧠 Can we ever get it right? What does it take to build better employee wellness programs?

2. 😬 How are we handling it? How can HR manage what will be a stressful week for American employees?

3. 🤐 Yikes! Most annoying office ‘icks’ – can people be fired for these? | Human Resources Online

That’s a wrap for today!

Got any additional feedback for me? Let me know! 👇️